Organizations that leverage learning beyond traditional on-boarding and mandated compliance training reap the rewards of a more engaged, more skilled and more productive workforce. But getting today’s distracted, impatient and busy learners to participate in training and development activities isn’t easy. Dealing with the realities of low adoption rates are a reoccurring nightmare for learning and development (L&D) teams.

THE COLD, HARD FACTS ABOUT THE DISTRACTED WORKFORCE
It’s no secret that you’re competing for your learner’s attention, but here are a few facts that might startle you:
• 67% of organizations struggle with low learning management system (LMS) adoption rates1;
• 88% of employees don’t have time, or make the time, to engage with L&D oerings,
• 64% of managers don’t encourage, enable or follow up with L&D, and
• 64% of people are not aware of what is available in their LMS2.

The concept of “if you build it, they will come” doesn’t hold true for learning organizations. If you build it, they will not come. Not unless you come up with a solid marketing, content, delivery and engagement strategy to get them there.

THE NUTS AND BOLTS OF AN ENGAGING TRAINING PROGRAM
The nuts and bolts of an engaging training program really come down to a well thought out strategy focused on the learner’s experience. Many learners forget – or were never really made aware of – the benefits of learning and development. They don’t realize the resources available at their disposal that are designed to polish their skills and advance their careers.

It’s your job to make them aware.